This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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I really like when people challenge what's said to be "common wisdom". So I really liked to read how Patti Shank challenged the microlearning approach in this article, using actual research papers to prove her point. The conclusion. Microlearning won't do wonders alone every time. It works in specific use cases. And we'd better know which are those.
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An inspirational piece of content describing the difference between growth and fixed mindset. If you haven't heard of them before, it's a good, smooth intro. If you did, there are a couple of tips & tricks to apply the growth mindset in L&D at the end of the article.
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A short piece from McKinsey going through what a nudge is and what it isn't. "A nudge guides choice without removing options or changing incentives". It is (1) all about choice, (2) easy to follow, (3) personal. So if you're contemplating using nudges, you should get to know its specifics, since you don't want to nag people.
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Onboarding new employees will always be a task of the L&D team so constantly learning how others think about it and do it will bring an advantage when we actually design the process. This is a conversation between David James, the host of the Learning & Development Podcast, and Ross Stevenson, Senior Learning & Talent Development Manager at Trainline.com.
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I have never heard of action management before, but I can't wait to learn more about it from Laszlo Bock and Liz Fosslien. It seems to be the follow-up of gathering data about the team's performance and engagement, which in my experience is never as easy as it seems.
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A conversation between David Green and Wenshan Xu, from SkillsFuture SG on how SSG is building a skills-competitive Singapore and a nation of resilient and confident lifelong learners by linking employers, education providers, and citizens together to create a skills and learning ecosystem that meets the changing requirements of jobs in the country.
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Although not an L&D piece, this article can spark conversations between you, leaders, or individual contributors. It goes through embracing emotions in a way that's beneficial for you and those around you, and even brings concrete steps to embrace emotional agility, the next level of emotional intelligence.
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I always felt that traditional career development models were out of date. Seeing this in writing and reading about companies who also struggled with this problem and found ways to deal with it it's a breath of fresh air. If you are struggling as well, this article might be useful, together with the other resources it points to.
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An inspirational piece of article that breaks down how to create a high-level learning strategy. Starting with the business strategy in mind, as a CLO you need to be able to clarify your mission statement, create a strategic framework and roadmap, define the governance model, build an agile and hybrid CLO model, and implement the tools and processes.
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Don't ask "what you need", because you're not McDonald's! Such a strong metaphor. Apart from this, the case study shows the journey from research to implementation and measurement of an L&D Leader with a team of one. The goals? Both driving sales meetings and securing buy-ins for later projects.
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I talked about curiosity in one of the latest Offbeat issues. This read shows how it can be applied in leadership roles. "Curiosity is sensing the limits of your current knowledge and being willing to explore what you don't know". The benefits? Empathy, mindfulness, and humility. Go share this with everyone!
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Is your learning solution a) making money b) saving money or c) mitigating risk for the organization? Asking this question is one way to ensure that L&D is a strategic business enabler and not a cost center.
- amandanolen
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I first read about Interleaving as a learning method in Make it stick. Interleaving is mixing the practice of several related skills together, and it's compared to blocking which is practicing one skill at a time. You can read here more about the benefits, the practice itself, and where it can be applied.
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Looking for inspiration for designing Customer Service Learning Experiences? This report is full of ideas for onboarding, on-going training, how to look at data, research learning needs, and so much more.
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A great resource you can share with your people managers on the difference between radical candor, ruinous empathy, manipulative insincerity, and obnoxious aggression.
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Thanks to Annette Morgan, Maria Tretiachenko, Circus Street, and Letitia Stefan for sharing and supporting Offbeat in the past week.
If you found this issue insightful and think your peers could benefit from it, please encourage them to subscribe to the Offbeat Newsletter. Your support will help us grow this newsletter and bring it to as many L&Ds as possible.
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